W2 Issues/Concerns

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Check out our weekly blog posts and see the latest news and discussions happening in the HR world of business.

How can I determine whether a PEO is a reputable and financially stable company?

No matter what PEO you consider, you should investigate its background diligently.

First, check to see if the PEO is licensed or registered with the state. Certain states, like New Jersey, require PEOs to be licensed and satisfy strict reporting requirements.

Second, check to see if the company is an active member of the National Association of Professional Employer Organizations (NAPEO) – an organization that works with regulatory and legislative bodies to monitor the PEO industry, as well as the New Jersey Association of PEOs.

Third, ask for client and professional references.

Fourth and foremost, ask for financial audit information to make certain that the PEO has paid payroll taxes and insurance premiums in a timely fashion for its clients over a substantial period of time.

Featured BLOGS

  • Cybercrime: Steps You Need To Take Now To Protect Your Company From Attack

    Every now and again, a story will hit the headlines about a company that has been the victim of a cyber security breach and a little piece of us thinks “how could they be so careless?” However, as this article proves, when it comes to cybercrime, no company is truly immune to the problem, with heavy hitters including Target, Yahoo, and the Marriott hotel chain falling prey to these attacks (and that’s despite the presence of  big-time internal security set ups). The key here is training your employees to be aware of the threats, to know how to thwart them,

  • In the News: Exempt Salary Threshold Changes and How To Remain Compliant

    Last fall, the US Department of Labor issued a final rule that just went into effect on the first of this year that would raise the minimum salary threshold that workers must be paid in order to be exempt from overtime requirements. The measure, which modified the Fair Labor Standards Act we all know and love (note sarcasm), raises the minimum salary level from $455 to $684 per week, which equates to $35, 568 from $23,660. However, it should be noted that the rule applies only to employees who primarily perform administrative, executive, or professional duties. As a reminder, non-exempt